We are moving!!! This will be the last post on Blogger

Since this blog host (blogger.com) is systematically blocked by our common friend: The Great Firewall of China, I am transferring the activity of this blog to:

www.ming-bai.com

This will allow me, to update more frequently its content.

Managing People in China, Not China in People

An interesting piece of article by Jean Christophe Florenson.

Somewhere between the outdated concept that “Chinese employees want to work for foreign manager to learn Western methods” and recent articles announcing “The end of Western management methods in China” the expectations and characterizations of Chinese nationals are shifting. Also, personal values and motivations are becoming leading factors in the way Chinese people make career decisions. By failing to understand the values and motivations of their Chinese employees, foreign executives risk leaving out a fundamental component of the talent development equation.

Many international managers have noticed that “opportunity to learn and grow” always ranks as top priority in employee retention surveys. They have also heard a lot about cultural differences and therefore push for heavy employee development programs including a cross-cultural module. Yet, these programs seldom convert into higher staff engagement or loyalty.

When it comes to developing and retaining talent in China, foreign executives often face 3 main challenges: 

• First, gaining a sound understanding of the traditional Chinese culture and its impact on the way to do business and manage people.  In her very popular article, Mona Chung (1)  mentioned for example the concept of Guanxi’ 关系 (relationship) as one of first cultural concept foreign executives must become familiar with. In terms of talent development and retention, compared to Western, Chinese employees tend to be less loyal to the organization as an abstract entity and more attached to their connection with their manager at a personal level.
  
• Second, revisiting their initial conclusion and fine-tuning. In China, more than anywhere else, “All I know it that I know nothing”: The country is diverse and its culture is an ever-green concept. When they start segmenting Chinese people into different age categories or geographic zones for instance, foreign executives enter a new stage of understanding the subtleties of Chinese culture, its diversity and its evolving aspect.
  
• Third, distinguishing the culture influence from the individual’s own characteristics and expectations. This is that particular accurate cross-cultural understanding of their Chinese employees’ values and motivations that enables foreign managers to more effectively lead their people, projects and organizations.

The road to hell is paved with good intentions!

Foreign executives assigned to China are often successful business people with impressive track records who arrive in this new marketplace with a strong intention of “getting things done” and think in terms of “best practices”. When it comes to managing Chinese talent, many international leaders let themselves become misguided by some old stereotypes such as ”local employees feel they can learn more from a foreign manager, especially about Western methods of doing business,” and therefore behave like evangelists on a mission to convert Chinese people to Western business practices.

However, opposite theory has emerged in recent months and some articles in the Chinese press have even announced "the end of Western management methods in China.”  Many factors have contributed to this “anti-western” sentiment. I personally find it very interesting to observe how the Chinese government has leveraged events such as the Sichuan earthquake, the 2008 Beijing Olympics and the financial crisis to fuel a growing sense of national pride.  Whatever the reasons, emotional or rational, many Chinese employees have lost interest in making efforts to implement Western management principles and are looking instead towards their own traditional culture  for guidance. For instance, in a recent article, Franck Gallo (2)  briefly described how some Chinese see the current world economic crisis as the result of Western investment bankers taking risks that they should not have. This attitude shift in the Chinese is a possible source of new tension between risk-seeking international managers and their Chinese employees.

This wave of national pride and anti-western sentiment will probably gain momentum with future events such as the 2010 Shanghai World Exposition, but overall I believe that this let's-go-back-to-the-past movement won't last: I have no doubt that in the long-term China will continue its journey towards modernity. It is therefore imperative for foreign managers working in China to pay attention to shifts in the social environment and specifically understand the needs and expectations of the local employees on an individual basis. There is no one-size fits all methodology of how to best manage an entire nation of professional talent.

After all, you are not managing Chinese representative of the national culture, but individuals driven by their own personalities

When it comes to effectively developing people in China, many managers find it a daunting task to separate national culture and individual personality. After all, managing people, in any cultural context, has less to do with handling representatives of the country and its culture than it has to do with inspiring individuals who have distinctive values and personalities. By failing to understand the values and motivations of their Chinese employees, foreign executives risk leaving out a fundamental component of the talent development equation. This concept is applicable all over the world, but especially so in China!

How does one solve problems? Make decisions? Build trust and communicate with others? Those questions are not easy to address, because they are moving targets. We can adapt our behavior and adjust our attitude; however, what does not change is the individual personality. An individual’s personality drives his or her unique ways of responding to internal and external signals. For instance, does he or she have the empathy needed to understand client needs? The resilience required to bounce back from rejection? The thoroughness needed to execute the plan? Those are the important nuances that can make all the difference as to whether an individual will be happy and successful in his or her job.

Let’s go back to our example of how you can improve risk-taking behavior in your organization. What if, instead of starting with a set program of how the organization will approach risk-taking behavior, we focus instead on the individual employee’s personality traits that guide his or her responses towards taking risks? By understanding how one is comfortable when evaluating various options, thriving under pressure, handling rejection, etc,. we can leverage the individual’s unique set of strengths to facilitate risk taking behavior and drive innovation.

Think with an open mind and act with a compassionate heart

In short, I would always recommend to both foreign and Chinese managers to not try to define big cultural issues and rather focus on better understanding their employees’ values and motivations, especially in China where employees want to see that their manager is interested in them as people, as opposed to workers, and treats them in a caring and friendly manner.

(1)Mona Chung, “The impact of culture difference when entering the Chinese market” April 8th, 2008 by China Business Success Stories 

(2)Franck Gallo, “Risk-Taking Among Chinese Employees” June 10th, 2009 by China Business Success Stories

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Jean-Christophe Florenson is the Director of Business Development at Waterville (www.watervilleinc.com), a high-end HR consultancy, headquartered in Shanghai, leader in success potential analysis and talent capital enhancement. JC also coordinates the publication of brief case studies on www.ManagingPeopleInChina.com, offering practical solutions based on actual experience shared with China-based executives and consultants.

Olympics STUFF for Beijing, Expo 2010 STAFF for Shanghai!

The Beijing Olympics have had a great impact on the city of Beijing, where a large infrastructure refurbishment initiative, fresh developments and a massive English language training campaign have been some of the elements of a drastic change and an amazing source of business opportunities for both local and foreign companies. Shanghai, with its upcoming Universal Exposition in 2010 is going through the same face-list, with the replenishment of the famous bund area, the accelerated infrastructure changes much needed to ease the megalopolis congestion problem and much more. Commercial opportunities are as well rising fast toward the May opening of the Exposition. Opportunities that are being seized by both for local and foreign companies.

I have anticipated a rise in solicitation from pavilion ran countries. Tendering processes are going on in most country having a pavilion presence, and many overseas third parties have, and still are, gotten in touch with me for solutions in search and selection of the pavilion staff, but most importantly staffing, enabling each pavilion to legally employ staff, local Chinese or foreign nationals, without having to establish a legal corporate entity in China. DaCare being fully licensed and resourced for both activities it is of course a solution that we are capable of handling.

However what was not anticipated is the rise in solicitation from overseas SMEs.

Some the challenges faced by SMEs, while trying to seize their share of the tremendous financial and marketing opportunity the Exposition yields, can be briefly summarized as such:

· No local contact / connection in China

· No interest in forking out the additional cost, not to mention the lengthy process, of setting up a corporate legal entity for the limited duration of the Exposition (6 months)

· how to source bilingual and qualified employees locally

· how to legally employ local and eventually foreign national staffs during the Exposition period

· …

The opportunities are there, the challenges as well, but most importantly, solutions exist. Solutions that are legal, hassle free and well… affordable.

When you are operating an overseas SME, with a limited margin for error or financial flexibility, the process of establishing a commercial or operational presence in China can be seen as a daunting task. Entrusting a local business partner becomes therefore a viable solution, as you can stress-free focus on what you do best, that is sell and promote your products/services, while the local partner handles the “Chinese” side of things, like recruitment, employment, payroll, labor law compliance and so on, on your behalf.

Before signing up with a staffing company a few essential points are to be kept in mind:

· Do your research and make sure the firm you are engaging yourself with is LEGALLY LICENSED… that make sense, in the west at least, but I can guarantee you that a casual “sure, I can help” answer, here, is not what you should expect.

· Make sure they do have experience and references available for their staffing activities…

· Compare prices, as tariffs for staffing solutions can go from a few thousand US Dollars to a few hundred Chinese RMB from a firm to another, per month, for pretty much the same service level…

· Make sure that the firm has the INTERNAL resources to provide you with a pro-active and professional service. Too many firms around will be happy to take your money but will outsource payroll, contracts, ... In China, quality is not always here while dealing with third parties suppliers…

· Foreign staffing firm versus Chinese firm? This is entirely your choice… but bear in mind that a foreign firm does not necessarily have the flexibility a local firm can have in terms of terms of quick fixes and might not be able to provide additional services like last minute lodging, visa and such… In addition, a foreign firm might have larger overheads and as such that might impact the quote you received.

· Finally, trust your guts. If the few emails you exchanged gave you a somewhat dodgy feeling or your primary contact gives of the sense of being “lost in Translation” at every phone conversation … walk away…

…or better, call me!... not only we have the internal resources in both search & selection and Staffing but we are one of the leading firm in the country! http://www.dacare-staffing.com/

Chally Assessment Certification Workshop

I have recently been graciously invited by Shi Bisset, prominent Organizational Development figure in Asia and a delightful lady, to attend the HR Chally Certification workshop. The workshop was exceptionally led by Howard and Sally Stevens, the founders of the system. The experience of being introduced to it by these two exceptional individuals with their immensely vast knowledge of assessment, motivational theory and such, was AMAZING...

I have been in close contact with various assessment systems providers in recent years, from the very marketable MBTI and other DISC's look-a-like to the more globally relied on such as Hogan and Waterville. When addressing the subject of assessment tools, regular topics arise, usually around the themes of stability / reliability, "fakability", construct. I don't want to go into the debate of fakability or reliability in this post and would much prefer to focus on the fact.

HR Chally:

• A PREDICTIVE assessment tool, a opposed to the hogan, for example, with its descriptive nature.
• Not a personality tool but a predictor of "on-the-job effectiveness".
• Actuarial science as opposed to theoretical science: The Chally is a data-based, on-going research based system and as such is continuously being validated against new population samples to be a truly globally applicable tool. Backed up by 35 years of continuous research.
• The questions in the assessment have "no face value", rendering the assessment unfakable.
• A perfect integration with TQM and Six Sigma quality management practices as Chally is level 5 on Six Sigma.
• An "error" tolerance of 3 to 10,000,000 as opposed to other tools with an tolerance of around 5 to 100.
• The only system which has never been proved wrong by a court of justice...because no court has ever dared challenging it....

These are just some of the few elements showing how tough, reliable and credible, the system is.

The Chally based Talent Audit tool is simply amazing, giving you one of the best team-building / HR management dashboard i have seen around. Great tool to use from selection strategy to succession planning via preparing group soft skills training and individual coaching programs....

This workshop was a real eye opener, on the quality/reliability of the various tools around the market, first, and second, on how, without the biased of having to commit to a consultative business model, a research intensive firm can come up with such a mind blowing and undisputed tool.

Not that i am pleased or devastated by my own results, but having gone through over a dozen of assessments, i believe i know myself well, and as such i know perfectly how to find workarounds for my own weaknesses (aggressive? me... who said aggressive!!!...Wooozzzaa....) in a work context. But let me tell you, this is a huge slap on the face for whoever thinks, or hopes, that people change! People get better at working around their dislikes and "disabilities" to achieve a positive result, but ultimately their strengths are constants and so are their "weaknesses"... Well, live with it... we all do!

If you are giving a shot to this awesome tool, which i would recommend to any decision maker, the "Best Match" report is a must do to benchmark yourself against a functional management role, and, while you are at it, it is well worth bracing yourself, if you have a tendency to push "social desirability" a notch too high, because you are in for a moment of blunt truth, and on the HR Chally, there is not much you will be able to hide...!...

A little Recruitment Humor....

The 10 dumbest job-interviews moves...

http://money.cnn.com/2007/10/10/news/economy/dumb.moves.fortune/index.htm

Understanding the differences; Acting on the commonalities…

The common practice, when looking at the prospects of selecting the right individual for an overseas assignment, is usually to focus on the individual’s technical/functional skills, with the assumption that it will be sufficient to operate successfully across borders. I recently collaborated with Brian Sun, Managing Partner from Orion China, on a presentation to visiting US EMBA students, from Purdue University (Chicago), aimed at highlighting the characteristics of leaders who can seamlessly navigate across borders. It was interesting to compare the challenges a manager is facing at “home” and overseas.

There is no place like home... On the path to delivering results, a local manager is faced with a set of challenges usually expressed in 2 dimensions. The internal environment, on one hand, requires an individual to decode, adapt and manage communications and interactions patterns with peer employees and business partners, as well as adjust to the headquarters “way of doing things”. On the other hand, the external environment poses the challenges of day-to-day management of the competitive environment, the clients/customers element, as well as complying with the local regulatory environment.

In the local context, assuming we are referring to western economies, such as Western Europe or the US, with consistent and clearly-defined regulatory systems in place and the added value of operating in a “native” environment, where cultural and language barriers do not exist, the challenges are minimal and coping with it is down to an individual’s ability to fit or find his/her place within the system. A “system” within which one has grown up and been educated, where communication patterns and general value basis are shared or, at least, understood.

Apart from the language aspect, a candidate bound to a US expatriation from France or a UK manager on his/her way to Italy for 3 years, will face little challenges adapting to an environment articulated around similar values and common cultural anchors: the commonality of the alphabet or social “landmarks” like a Tesco, Carrefour or Wall-mart, around the corner, for example... In this perspective, the transposition of an individual’s performance and efficiency from a posting location to another can be a smooth and rapid process, yet, with a little effort from the candidate.

Reality check … Things start to get complicated when an individual is assigned to operate within a completely foreign environment. Foreign in all aspects from value system, culture, to language and where one finds him/herself immerse in what can be referred to as an alien setting. The process of adaptation to life and work in a foreign culture, like China, can be difficult. It can roughly be divided into four phases, of very variable lengths: honey moon, cultural shock, reconciliation, adaptation.

During the honey moon phase, everything appears fascinating and new, the individual feels somewhat similar to a tourist. He/she discovers, with curiosity and excitement, a new country and the new lifestyle that can led.

After a short while, however, the more an individual immerses him/herself in day-to-day life, the more differences become apparent: differences with one’s own references, the person’s way of thinking and doing things, in contrast with the ways of the local people. Everyone reacts differently to this situation: anxiety, doubt, frustration … An individual can be tempted by isolation or be prone to adopting a defensive or rejective attitude toward the host country and its inhabitants. This is the phase of “cultural Shock”; a difficult, however important, experience, part of the adaptation process to life and work in a foreign setting.

For most expatriates, the cultural shock comes to an end with the individual’s familiarization to the language and culture: this is the reconciliation phase.

Day by day, the adaptation process goes on. The individual becomes more confident, more sensitive to positive aspects of the new environment. Events and people’s reactions are no longer a surprise, the expatriate has re-established his/her marks, and has gained enough awareness to navigate local codes of conducts and lead a more comfortable life.

The rapidity of the adaptation and integration process in the host country is not bound to any fixed rule. The country, the personality of the individual, the availability of expat communities, his/her marital situation, prior expatriation experiences, …are all elements influencing this, where one’s expatriation experience can be different from another one and where each phases of the adaptation process can sustain its own agenda.

You have just crossed over into the Third Dimension… While operating in a country like China, a third dimensions needs to be taken into consideration, in terms of the challenges facing a manager. The issues an individual faced in his/her home country, are accentuated by cultural differences, language barriers, differing value systems and, in some cases, obscure regulatory systems. Reactivity of the headquarters is impacted by distance, business ethic takes an entirely different shape, communicating with peers redefines the meaning of lost in translation, and simply trying to settle down, living a comfortable day-to-day life can, as aforementioned, be a frustrating experience. The risks of not managing properly these 3 dimensions are obvious for both the employer and the individual. Selecting the right candidate for expatriation should therefore be done through the careful examination of 3 essential elements.

The essential mix…There is no magic formula to a successful cross border assignment, still, professional qualities, that is, the technical and functional as well as managerial expertise, are key. If an individual does not have this foundation, there is no added value for an employer to “risk” or even justify an expatriation. Having some sort of international experience through language study, travel, and such also helps in forming the necessary aptitudes for an overseas assignment. A second important ingredient is somewhat linked to an individual’s “Global” qualities.

The knowledge and understanding that many routes lead to the same destination, but most importantly, that in different places, people do things in a different way, is an essential part of what can be defined as a multicultural mindset. There is no universal way to do things: trying to introduce a new or foreign perspective when looking at problems is good, attempting to impose a foreign way can lead to poor and even dramatic consequences in some places. Empathy, a strong commitment toward learning, the ability to reassess and realign constantly one’s ways in order to make the most out of the systems and culture in place, are among the few additional signs of sound “Global” qualities.

Lastly, country-specific cultural qualities are also an important element to take into consideration when considering expatriation. Some can be developed on-site, others have to be deeply embedded in an individual’s personality. In China, humility, patience, reactivity, an open-mind, flexibility and guanxi-building talents are among the essential traits an individual must have in order to smoothly settle down, professionally as well as personally.

Times have changed since the opening of China 30 years ago… The era of the “missionary” expat manager is long gone, with a local managerial workforce now having solid and up-to-date technical skills (I am not going, willingly into the Leadership in China debate, in this article). An employer aiming at filling a managerial / leadership role in China needs to look at a much broader picture while considering the necessary requirements for the appointment, of a foreign professional, in order to properly assess the real added value of the foreign appointee, on the long run, as well as minimize the impact on productivity generated by the appointee’s potential cultural shock and length of the adaptation process. Behavioral interviews, peer feedback, or personality assessment, could all be a good start…